Wage transparency is no longer optional in many U.S. states—and Washington is leading the charge. As more states adopt progressive labor standards that mandate salary disclosures in job postings, companies failing to comply are facing legal repercussions. The latest organization under scrutiny is OpenGov, a California-based company offering cloud-based software for public sector budgeting and financial transparency.
OpenGov has agreed to settle a class action lawsuit over allegations that it failed to disclose salary ranges and other compensation details in job postings, as required by Washington’s Equal Pay and Opportunities Act (EPOA). If you applied to OpenGov between January 1, 2023, and February 25, 2025, and the job posting didn’t include wage information or a general description of benefits, you may be eligible for compensation.
This guide breaks down the case details, outlines how to file a claim, and explains how Sparrow can support you every step of the way. For more on employment-related class actions, visit Sparrow’s blog on job transparency cases and employment law settlements.
Background of the OpenGov Class Action Settlement
The class action lawsuit, Abbott, et al. v. OpenGov Inc., was filed in the Superior Court of Washington in and for the County of King, alleging that OpenGov violated wage transparency requirements under Washington’s Equal Pay and Opportunities Act (EPOA). This legislation mandates that job postings for roles based in Washington—or roles that may be performed in Washington—must include clear disclosure of salary ranges, wage scales, and a general description of benefits and other compensation. These requirements are intended to protect job seekers by promoting pay equity and reducing the wage gap, particularly for historically marginalized groups.
According to the complaint, OpenGov failed to meet these legal standards. Plaintiffs claimed that from January 1, 2023, through February 25, 2025, OpenGov posted job openings in Washington that lacked required compensation information. In some cases, the listings omitted salary ranges altogether. In others, they failed to mention critical components such as healthcare benefits, paid leave, retirement plans, or other forms of compensation. As a result, applicants were allegedly denied a fair opportunity to evaluate employment opportunities with full knowledge of compensation expectations.
The lawsuit emphasized that wage transparency is more than just a compliance checkbox—it empowers applicants to advocate for fair pay, identify discriminatory pay practices, and make more informed decisions about where to work. By omitting this information, OpenGov not only risked violating state law but also perpetuated wage disparities across gender and racial lines.
Although OpenGov has denied any wrongdoing or liability, the company agreed to a class-wide settlement to avoid prolonged litigation. The settlement includes financial compensation to affected individuals and marks a significant step in holding employers accountable for upholding transparency standards. The case is part of a broader trend in employment law aimed at ensuring fairness in the hiring process, similar to recent lawsuits involving Go Wireless and Jeld-Wen, which also faced scrutiny for alleged wage and hiring practice violations.
- Omitting wage scales or salary ranges from job postings.
- Failing to provide a general description of benefits and other compensation.
Washington’s Equal Pay and Opportunities Act (EPOA) requires employers with 15 or more employees to include wage ranges and benefits descriptions in job ads for positions that will be performed, at least in part, within the state.
By not including this information, OpenGov allegedly deprived applicants of the ability to make informed employment decisions and possibly contributed to systemic wage inequality. While OpenGov denied any wrongdoing, it agreed to a class-wide settlement to resolve the case without admitting fault.
If you’re interested in similar cases, check out Sparrow’s coverage on the Go Wireless class action settlement and Jeld-Wen wage posting lawsuit.
Who’s Eligible?
You are eligible to receive compensation from this class action settlement if you:
- Applied for a job with OpenGov between January 1, 2023, and February 25, 2025.
- The position was located in Washington State.
- The job posting did not include a wage scale or salary range, and/or failed to provide a general description of all benefits or other compensation.
You do not need to have been hired or interviewed. Simply applying to a non-compliant posting during the relevant timeframe qualifies you.
Settlement Benefits
While the exact amount OpenGov will pay remains undisclosed, the following is confirmed:
- Class members will receive an equal share of the net settlement fund.
- No estimates are currently available, as final payouts depend on:
- The number of valid claims submitted.
- Administrative and legal fee deductions from the settlement pool.
It’s also important to note:
- Payments will be classified as non-wage damages under IRS rules, which may carry tax implications for recipients.
- These funds are considered compensatory damages, not regular income or wages.
For more information on wage transparency lawsuits and how they affect compensation law, see Sparrow’s legal insights blog section.
No Proof Required—but Accuracy Matters
You don’t need to upload any documentation to file a claim. However, the claim form requires you to:
- Affirm, under penalty of perjury, that you applied for a qualifying OpenGov position.
- Confirm the posting did not include a salary range or benefits summary.
Always review the terms carefully. Submitting a false claim may affect your legal standing and could reduce available compensation for other legitimate claimants.
How to File a Claim with Sparrow’s Help
Sparrow helps streamline the process so you can file with confidence:
- Visit the settlement site: EPOASettlementOG.com
- Complete the claim form online or mail it to:
- Abbott v. OpenGov Inc. Claims Administrator
- P.O. Box 26170, Santa Ana, CA 92799
- Submit your claim by: May 26, 2025
Need help verifying eligibility or reviewing your form? Reach out to Sparrow or browse other open class action claims.
Key Legal Dates
| Action | Deadline |
|---|---|
| Claim Submission Deadline | May 26, 2025 |
| Deadline to Exclude or Object | May 26, 2025 |
| Final Approval Hearing | July 9, 2025 |
Stay tuned to Sparrow’s blog for updates on court decisions and payout timelines.
Case Overview
- Case Name: Abbott, et al. v. OpenGov Inc.
- Court: Superior Court of the State of Washington in and for the County of King
- Case Number: 24-2-15636-4-SEA
- Settlement Website: EPOASettlementOG.com
- Administrator Contact:
- Email: info@EPOASettlementOG.com
- Phone: 888-369-3780
Conclusion
The OpenGov class action settlement underscores the importance of pay transparency in job recruitment—and serves as a reminder that job applicants deserve clarity, fairness, and compliance from employers. If you were impacted by incomplete job postings during your application process with OpenGov in Washington, this is your opportunity to receive compensation.
Sparrow is here to help you file your claim, stay informed, and take action on your rights as a job applicant. For ongoing class action news, visit our employment law section or explore other wage-related lawsuits that may apply to your experience.
Don’t wait—submit your claim before May 26, 2025, and take a stand for transparency and fairness in the hiring process.
